High employment and rapidly changing times. These are just two of several reasons why attracting and retaining the best graduates in today's labor market is a significant challenge for many companies. How to turn it into success?
Generation Z, which is entering the labor market right now and in the next few years, brings with it new values, ways of thinking, but also expectations from work and the environment in which they intend to devote themselves to it. As a result, they may seem more demanding - or in other words more assertive - in communicating their needs and specific ideas. This places increased demands on companies and head-hunters, especially if they want to not only attract top talent, but also retain them. How to achieve this despite the challenges? Build on several important principles:
1. Move with the times: Smart solutions and artificial intelligence
Generation Z has grown up in a fully digital world since birth. This is reflected not only in their ability to quickly adapt to new technologies, but also in their thinking patterns. So how to reach them? Focus on their skills and approach to problem solving – efficient and creative. After all, this is exactly what you as a company are looking for if you want to be at the forefront of innovation. The opportunity to work with cutting-edge tools, including artificial intelligence, that will enable them to realize their ideas should be a matter of course. Ideally, this philosophy is shared throughout the organization. "Given the generational change, it is good if employers keep their eyes and ears open and perceive the needs of people who are interesting to them on the labor market. Then the chance of winning them over to your side increases significantly." says Lívia Bachratá, Director of Public Affairs at Edenred.
2. Individual approach: Orientation to work-life balance
Work-life balance is one of the most important factors for current graduates when choosing an employer. If you expect from them that they will sacrifice their personal life for your profit and growth or their own career, you will be shortchanged. Twenty-somethings prefer an individual approach, where their work commitment is appreciated, but at the same time they have enough space for regeneration and leisure interests. "Global events also push the importance of the individual and the value of the quality of his life to the fore. So that he doesn't work at the expense of his health or his family, because work is supposed to be a way to realize yourself and to secure what you need in your personal life." emphasizes Lívia Bachratá. Do you want them? They are particularly interested in working at home or remotely, flexible working hours and mental health support. If your company culture elevates the creativity and development of individuals over productivity and the number of hours worked, you've almost won.
3. Work benefits: Monetary and non-monetary
A job seeker can - and often will - make a decision for you based on work benefits. According to surveys by Edenred, meal vouchers and meal cards are the most popular among employees, with up to 57 percent of respondents preferring them. They will welcome financial rewards not only at Christmas, but also continuously, so that the resulting net salary is more attractive to them. Newcomers are also attracted by non-monetary benefits such as education allowances, e-education and personal development, psychological support, mental coaching or health and wellness services. Such options are provided, for example, by the Edenred Cafeteria benefit system or the Edenred universal card. "As a leader in the benefits market, we provide employers with several solutions for their management. For example, the Edenred card is no longer just a meal card, but employees can be provided with all benefits through it, i.e. not only meals, but also non-financial benefits, e.g. gifts or leisure activities. At the same time, through this card, it is possible to provide employees with their favorite recreation voucher, all online - conveniently, without any complications." adds Lívia Bachratá.
4. Employer branding: Attractiveness of the brand
Employer branding is crucial today. Young people are oriented to the latest job offers not only with a positive image of a successful business, but also of a socially conscious organization with values that resonate with their own. Social networks play a vital role in this process. Attractive content on platforms like LinkedIn, Instagram or TikTok can go a long way in getting them excited about your idea. As Lívia Bachratá states, a job offer in the form of a video advertisement will help attract fresh "heads". Show what it's like to work in your company, emphasize your values and mentality. "Companies' strategies should be designed with regard to social responsibility, equal opportunities and sustainability," is a convinced Director of Public Affairs at Edenred. With the right communication, you can leave a strong impression within seconds that motivates potential employees to join you.
5. One step ahead of the competition: Cooperation with schools
The successful hunt for the right reinforcements for the team requires not only the attractiveness of the workplace and company culture, but also clever tactics. You will be one step ahead if you make yourself known in advance. Cooperation with schools and universities is one of the most effective strategies to attract students before they enter the labor market. Many companies are already actively looking for future employees through internships, internships, organizing or sponsoring a professional workshop, boot camp or competition is a highly effective way of free time. Head-hunting directly at schools allows you to identify and reach the most promising students before the competition does.
6. Head hunting plus: Job portals are not enough
An original approach to head-hunting is a necessity today. Traditional job portals and advertisements are still relevant, but they are not enough to reach the best. Be where your potential employees are - at labor market exhibitions, special events, cultural or social events for young people and of course on social networks that will help you reach them through personalized advertising and content.
7. Reinventing the recruitment process: Simplify it
Be fast, transparent and fair. The best ones will run away if you hesitate to respond to their response. Therefore, pay attention to quick feedback, a friendly tone of communication and, above all, simplify the whole thing. Young people can be unnecessarily discouraged by the complexity of the admission procedure. Do not expect the graduate to have experience and experience, rather focus on a willingness to learn and a creative approach to solving problems.
